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NCJ Number: 200539 Find in a Library
Title: Ensuring Successful Personnel Management in the Department of Homeland Security
Author(s): Beth J. Asch
Corporate Author: Rand Corporation
United States of America
Date Published: 2002
Page Count: 10
Sponsoring Agency: Rand Corporation
Santa Monica, CA 90407-2138
Sale Source: Rand Corporation
1776 Main Street
P.O. Box 2138
Santa Monica, CA 90407-2138
United States of America
Document: PDF
Type: Report (Study/Research)
Format: Document (Online)
Language: English
Country: United States of America
Annotation: This paper identifies the characteristics that make the human resources (HR) system in any organization effective, specifically to help ensure the success of personnel management in the Department of Homeland Security.
Abstract: Now that the President and Congress are moving forward with the Department of Homeland Security (DHS), the new secretary must focus on building and improving the department’s human resources (HR) system. Within the design of this new system, the current civil service system must be incorporated. In addition, in order to ensure the department’s HR system is effective, the secretary must identify the characteristics required and needed. This paper draws from the management and economic literature to identify the characteristics needed in supporting organizational goals. It then discusses the available evidence on the performance of the civil service system and the future trends that will challenge the ability of the DHS to attract and retain personnel. Lastly, steps are suggested that might be taken in the near or long-term to strengthen personnel management in the DHS. Six characteristics are required for successful personnel management and include: (1) offers flexible personnel and compensation tools or policies; (2) managers have discretion over how the personnel and compensation tools are used; (3) managers have the incentive to use the personnel and compensation policies in ways that support the organization’s mission; (4) resources are available to implement and monitor those policies; (5) policies are transparent and appropriately linked to the organization’s goals; and (6) policies are stable and limit the financial and career risks that workers face. Aspects discussed regarding the civil service system include: (1) the system as being rigid and cumbersome, (2) flexibility related tools, (3) effects of flexibility related tools, (4) metrics, (5) success of civil service waiver experiments, and (6) a comparison of the civil service system to the military. In order for an HR system to be successful, it needs to make greater use of existing policies that provide flexibility and seek objective expertise, take time to develop a plan, and invest in continual system improvement. References
Main Term(s): Personnel administration
Index Term(s): Civil service; Federal government; Governmental planning; Personnel minimum standards; Personnel retention
Note: Rand Issue Paper, National Security Research Division, downloaded on May 28, 2003.
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http://www.ncjrs.gov/App/publications/abstract.aspx?ID=200539

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